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Explain the meaning and importance of the human resource management process and the external influences that might affect that process. Discuss the tasks associated with identifying and selecting competent employees Explain the different types of orientation and training
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Explain the meaning and importance of the human resource management process and the external influences that might affect that process. • Discuss the tasks associated with identifying and selecting competent employees • Explain the different types of orientation and training • Describe strategies for retaining competent, high-performing employees • Discuss contemporary issues in managing human resources
Introduction • With the organization’s structure in place, managers have to find people to fill the jobs that have been created or to remove people from jobs if business circumstances require. That’s where human resource management (HRM) comes in. • It’s an important task that involves having the right number of the right people in the right place at the right time. • A part of every manager’s job when organizing is human resource management.
Introduction • A major HRM challenge for managers is ensuring that their company has a high-quality workforce. Getting and keeping competent and talented employees is critical to the success of every organization, whether an organization is just starting or has been in business for years. • If an organization doesn’t take its HRM responsibilities seriously, performance may suffer. • success starts with people. people are the most precious asset. Respect for people, their ideas and differences, is the only path to our sustainable long-term growth.”
What Is HRM? • The process of hiring and developing employees so that they become more valuable to the organization. • Human Resource Management includes conducting job analyses, planning personnel needs, recruiting the right people for the job, orienting and training, managing wages and salaries, providing benefits and incentives, evaluating performance, resolving disputes, and communicating with all employees at all levels.
Why Is HRM Important? 1. It is a significant source of competitive advantage The Human Capital Index, a comprehensive study of more than 2,000 global firms, concluded that people-oriented HR gives an organization a competitive edge by creating superior shareholder value.
Why Is HRM Important? 2. is an important part of organizational strategies. • Achieving competitive success through people means managers must change how they think about their employees and how they view the work relationship. They must work with people and treat them as partners, not just as costs to be minimized or avoided.
Why Is HRM Important? 3. It improves organizational performance • the way organizations treat their people has been found to significantly impact organizational performance • one study reported that improving work practices could increase market value by as much as 30 percent. • Work practices that lead to both high individual and high organizational performance are known as high-performance work practices.
Why Is HRM Important (cont.)? • High-performance work practices - work practices that lead to both high individual and high organizational performance
External Factors That Affect the HRM Process • The entire HRM process is influenced by the external environment. Those factors most directly influencing it include: • The economy, • labor unions, • Governmental laws and regulations, and • Demographic trends.
External Factors That Affect the HRM Process • Labor union - an organization that represents workers and seeks to protect their interests through collective bargaining. • Affirmative Action - organizational programs that enhance the employment, upgrading, and retention of members from protected groups such as minorities and females.
Major HR laws Cont…… • In Germany when it comes to HRM practices, Legislation requires companies to practice representative participation, it has two forms: • Work councils - groups of nominated or elected employees who must be consulted when management makes decisions involving personnel • Board representatives - employees who sit on a company’s board of directors and represent the interests of the firm’s employees.
Identifying and SelectingCompetent Employees • Every organization needs people to do whatever work is necessary for doing what the organization is in business to do. • How do they get those people? And more importantly, what can they do to ensure they get competent, talented people? • This first phase of the HRM process involves three tasks: human resource planning, recruitment and decruitment, and selection.
Identifying and SelectingCompetent Employees • Human resource planning - ensuring that the organization has the right number and kinds of capable people in the right places and at the right times. • HR planning entails two steps: (1) assessing current human resources, (2) meeting future HR needs
Identifying and SelectingCompetent Employees Assessing current human resources • Job analysis - an assessment that defines jobs and the behaviors necessary to perform them • Job description - awritten statement that describes a job. • Job specification - a written statement of the minimum qualifications that a person must possess to perform a given job successfully.
Recruitment and Decruitment • Recruitment - locating, identifying, and attracting capable applicants • Decruitment - reducing an organization’s workforce
What is Selection? • Selection - screening job applicants to ensure that the most appropriate candidates are hired • Realistic Job Preview (RJP) - a preview of a job that provides both positive and negative information about the job and the company • Orientation - introducing a new employee to his or her job and the organization
Employee Performance Management • Performance management system - establishes performance standards that are used to evaluate employee performance • Skill-based pay - a pay system that rewards employees for the job skills they can demonstrate • Variable pay - a pay system in which an individual’s compensation is contingent on performance
Contemporary Issues in ManagingHuman Resources • Downsizing - the planned elimination of jobs in an organization • Sexual harassment - any unwanted action or activity of a sexual nature that explicitly or implicitly affects an individual’s employment, performance, or work environment
Managing Work–Life Balance • Family-friendly benefits - benefits that accommodate employees’ needs for work–life balance
Terms to Know • high-performance work practices • human resource management process • labor union • affirmative action • human resource planning • job analysis • job description • job specification • recruitment • decruitment • selection • validity • reliability • work sampling • assessment centers • realistic job preview (RJP) • orientation • performance management system • written essay • critical incidents • graphic rating scales
